DPD Ireland – Disciplinary Policy
The purpose of having disciplinary rules is to maintain a fair, efficient and safe environment for all employees. The Company expects and will enforce reasonable standards of conduct and performance from all employees.
For the most part, your conduct at work should be governed by your own good judgement, your consideration for fellow workers and your respect for the safety and efficiency of the Company.
In general terms, any impact by an employee, which may result in harm to the Company, or any of its employees will be the cause of disciplinary action. Poor attendance, lateness, idling, poor performance, aggressiveness and abusive language are just a few of the practices that will not be tolerated.
From time to time you may be given constructive criticism and advice regarding your job. It is important that you respect this advice, accept what has been said and act upon it where appropriate.
In cases of gross misconduct, the employees’ employment may be terminated without notice, following a disciplinary hearing. In all other circumstances the following procedure will be adopted:
During stages 2 to 6, the following principles apply:
the right of employees to know the allegations/complaints against them;
the right of employees to representation;
the right of employees to defend themselves;
the right of employees to a fair and objective investigation/hearing of the case;
the right of employees to appeal the decision;
the right of the employer to suspend the employee (with pay) to facilitate the investigation;
the right of the employer to enter into the procedure at the appropriate stage, dependent on the issue presented.
1. Counselling
Where appropriate, the employee may be initially counselled about their behaviour or work performance. This is an informal part of the process and a note of the outcome will be recorded by the employee’s immediate supervisor.
2. Formal verbal warning
In the event of a further breach of conduct, poor attendance or lapse in performance, or should the issue so warrant, the employee will be given a formal verbal warning by his or her immediate supervisor. This warning will be recorded on the employee’s logbook in People HR. Should there be no further breaches in a twelve-month period, the warning will be deemed to have expired.
3. First written warning
In the event of a further breach, the employee will be issued with a formal written warning following a disciplinary meeting. This warning will be recorded on the employee’s logbook in People HR, for a period of twelve months. Should there be no further breaches in a twelve-month period, the warning will be deemed to have expired.
4. Final written warning
In the event of yet a further breach the employee will be given a final formal written warning following a disciplinary meeting. This warning will be recorded on the employee’s logbook for a period of 12 months. At this stage the employee may also be suspended without pay if there is a further infringement as an alternative to dismissal or in conjunction with a final written warning. Should there be no further breaches in a 12-month period, the warning will be deemed to have expired.
5. Dismissal
If, an employee is guilty of further breaches, the employee may be dismissed following a full and thorough investigation and disciplinary meeting.
The Company reserves the right to enter at any stage of this procedure depending upon the gravity of the matter. The effective date of termination is the date of dismissal.
In cases of gross misconduct warranting summary dismissal, the following procedures apply:
6. Gross misconduct
The company will only dismiss an employee summarily in the event of gross misconduct, gross negligence or other fundamental breaches of Company rules and/or contract of employment.
Certain types of conduct are so total against the interests of the Company and/or its employees that instant suspension/dismissal is the only course of action left open to the Company.
Gross misconduct includes but is not limited to:
Insubordinate behaviour and/or the refusal to carry out legitimate instructions;
Assault or threatened assault or intimidation of another employee or member of management.
Theft or attempted theft from the Company, its employees or customers, aiding such theft to take place, or concealment of a theft.
Unauthorised possession of goods or documents, which are the property of the Company, any of its employees or customers.
Falsifying Company records or documents.
Reporting for work under the influence of drugs or alcohol such that, in the opinion of the supervisor or manger the employee is unfit for work.
Obscene conduct.
Deliberate breach of safety regulations likely to cause damage to oneself or other employees.
Failure to comply with Company’s Health and Safety Statement.
Smoking or striking a flame in a designated no smoking area.
Defacing or damaging Company property, that of other employees or customers.
Possessing firearms or other weapons in the workplace.
Revealing confidential information to unauthorised persons.
Sleeping on the job.
Playing cards or gambling on Company premises.
Being convicted in court of law of any offence, which the company regards as undesirable.
Rudeness or other unacceptable behaviour towards customers, franchisees, network members or other employees.
Practical joking or horseplay at work that may endanger the health and safety of fellow employees, customers or members of the public.
Harassment or victimisation of a fellow employee. (see also Dignity at Work Policy)
Conviction of a criminal offence that results in a prison sentence for whatever reason, where such a conviction or committal, as appropriate, take place on or the following date on which the employee took up employment with the company.
Conviction under the Road Traffic Act that prevents an employee from carrying out his/her duties.
Conduct that brings or is likely to bring serious discredit upon the Company.
Engaging in unofficial industrial action and/or official action outside the agreed terms.
Being in possession of controlled drugs or alcohol on the Company premises whether such drugs or alcohol are for personal use or for distribution or sale to others.
Carrying out unauthorised work on Company premises or with Company materials.
Departing from work premises assigned without permission.
Engaging in remunerative employment while absent from work irrespective of whether the absence is covered by medical certificate or not.
The above is not intended to be an exhaustive list nor does its order imply significance.
Any such dismissal will follow a full investigation, in which all of the employee’s rights in natural justice will be respected. The effective date of termination is the date of dismissal.
Representation
It is agreed that at all stages from 1 to 4 above an employee shall at all times have the right of representation, in line with the Statutory Code of Practice on Grievance and Disciplinary Procedures (SI 146 of 2000).
A representative, for the purposes of the code includes a colleague of the employee's choice and a registered trade union but not any other person or body unconnected with the enterprise.
Appeals
An employee will be entitled to appeal an outcome at any stage of the procedure. The appeal should be made in writing to the CEO within 5 days of the employee being informed of the result of any disciplinary action taken against the employee.
P.O. Doc 5
Issue Date: 1st June 2022
Revision Date: 12th June 2024
Next Review Date: 15th January 2025
Documented by: Jess Lumley
Approved by: Mary Gaffey